Investigations and Reviews

Reporting options are available to the RIT community 24/7, either in person or online.

In-Person Reporting:

• Public Safety: Available 24/7.
• OCE and Title IX Office: During business hours (M-F, 8:30 am to 4:30 pm).

Online Reporting:

• Title IX Webpage: Report online.
• RIT Ethics and Compliance Hotline: Anonymous reporting.
• There are additional reporting options as well.

Anyone can also report a concern to an immediate supervisor, dean, divisional leader, or other university officer. Supervisors must contact OCE, Title IX Office, Legal Affairs, or Human Resources for policy violations before taking any employee action.

When deciding whether to launch an investigation, the Office of Compliance and Ethics (OCE) and the Title IX Office perform an initial assessment. They determine if they have jurisdiction over the alleged conduct and whether it would violate university policy, if true. If both conditions are met, an investigation may be initiated.

An investigation of conduct that involves discriminatory misconduct based on a protected category other than sex and gender will follow the OCE Investigation Process. If the discriminatory misconduct is based on sex and gender, then the investigation follows the Sexual Harassment, Discrimination, and Sexual Misconduct Investigation Process.

When the alleged respondent is an employee, OCE or the Title IX Office takes the lead as the primary investigator, regardless of the complainant’s status (student, employee, or community member). If the respondent is a student, Public Safety handles the investigation and serves as primary investigator.

OCE does not investigate employee relations issues unrelated to protected categories (morale, performance, wage disputes) or academic complaints (academic dishonesty, student misconduct).

For detailed information, refer to the Administrative Policy for Reviewing and Investigating Reports of Misconduct or Violations of Policy Conducted by the Office of Compliance and Ethics.

When a report advances to an investigation, all involved parties receive notifications from the investigating entity—either RIT Public Safety, the Office of Compliance and Ethics (OCE), or the Title IX Office. Typically, both parties to an investigation (Complainant, Respondent) receive a Notice of Investigation and Allegations (NOIA). The NOIA outlines potential policy violations, interim measures, available resources, and next steps.

It’s important to note that individuals reporting from outside the RIT Community may not have access to specific internal RIT documentation or resources.

When allegations arise, the relevant department conducts an investigation. They gather evidence, which includes interviews, statements, and relevant documents and evidence. This evidence is compiled into an Investigation Report. Examples of relevant evidence includes written notes, images, text messages, emails, photos, social media posts, video or audio files, medical reports, receipts, site visit records, and any physical evidence.

For Cases Involving Students Investigated Under Policies C27.0 or D19.0:

• After an investigation, student cases are referred to the Center for Student Conduct and Conflict Resolution.
• Next steps may involve formal or informal resolution:
  • Formal: A hearing or a mutual resolution agreement.
  • Informal: Facilitated conversation.
• If a case proceeds to a hearing, assigned officers decide if the respondent violated RIT policy(s). They also determine appropriate conditions and sanctions.
• C27.0 student and employee cases might result in a hearing.

For Cases Involving Employees: 

• Following investigation, OCE sends a report to Human Resources (HR).
• HR reviews the report and determines if policy violation(s) occurred.
• If Respondent is found responsible for a policy violation, HR recommends corrective action to senior leadership.

Student Cases: 

• Both parties can appeal investigation outcomes.
• The Associate Vice President for Student Affairs assesses the appeal grounds.
• If valid, an appeal hearing is scheduled with the University Appeal Board.
• The appeal decision is binding and final.

Employee Cases: 

• Appeals are allowed only under Policy C27.0.
• Appeals go to the Vice President and Associate Provost for Diversity and Inclusion.
• An appeal committee convenes if there’s a conflict.
• The appeal outcome is binding and final.

Please note, no appeals exist for other employee policies.